This study is premised on the fact that changes taking place in public universities in Uganda have led to new challenges that call for improved exchange of knowledge and information among university staff to engage in organizational learning. Transformational leadership has been singled out as the most appropriate leadership style needed to foster organizational learning. Consonant with the above background, this study aimed at establishing the nature of transformational leadership and organizational learning existing in public universities, and establishing the relationship existing between transformational leadership behaviours and organizational learning in public universities in Uganda. Correlational research design guided this study and data for this study was collected using questionnaires and interview guides. The sample of the study consisted of 330 academic staff from four public universities in Uganda. Content and thematic analyses were used to analyse qualitative data; while quantitative data were analyzed using descriptive statistics, Pearson correlation Coefficients, and multiple regression analysis.
In wake of the precarious scenario of business scandals and various unethical corporate practices, it has become imperative to question the current business leadership styles and their implications. This book is an endeavor to investigate the relationship of transformational leadership values with organizational performance. Moreover, this book is a quantitative analysis of the factors that enhance learning and the overall performance of an organization embedded in an effective transformational leadership.
Nowdays,nurse managers need to utilize behaviors of transformational leadership which focus on staff nurses’ job satisfaction in healthcare environment. This descriptive correctional study was conducted to determine the levels of nurse managers’ transformational leadership, the levels of staff nurse job satisfaction, and to identify the relationship between transformational leadership and job satisfaction. This study introduce the management at the Second Teaching Hospital of Harbin Medical University in China. This study is important for nursing administrators to provide training program for nurse managers to improve their knowledge and skills of transformational leadership and develop effective strategies to improve the level of staff nurses’ job satisfaction. By raising the level of staff nurses’ job satisfaction at their work, the quality of work life may be elevated and the rates of turnover and shortage of nursing personnel may be reduced.
Researchers, industry analysts and the broader medical fraternity generally agree that physician adoption of healthcare technology is vital to the advancement of healthcare outcomes and cost effectiveness. Accordingly, there is a vast body of research into technology design, implementation process methodology, total cost of ownership and many other technical factors. However, there is minimal research into the humanistic socio-medical components such as leadership, particularly transformational leadership. In general leadership is one of the most observed and least understood phenomena on earth? (Burns, 1978). The entrenched rigid hierarchical structure of the medical fraternity sets forth legitimized power and authoritative leadership by decree to the members of this complex web. This research has a focus on the efficacy of transformational leadership mediated by trust in relation to the adoption of electronic medical record technology. The purpose of this research is twofold. First, it examines the perceptions of transformational leadership by senior management in healthcare. Secondly, it explores if and how the practice of transformational leadership, mediated by trust.
This study investigates the nature of the relationship between transformational leadership and two work-related attitudes: job satisfaction and organizational commitment. It also compares the effects of transformational leadership on employees of nonprofit and for-profit organizations. The collected data are analyzed using Pearson Product Moment Correlation, MANOVA, ANOVA and Hierarchical multiple regression analysis. The research designs used were co-relational and comparative types. The results show that transformational leadership has strong and positive effects on organizational commitment and job satisfaction in both organizations. However, significant difference is not found in the effects of transformational leadership behaviors on employees of both organizations (FPO and NPO). Although bound with certain limitations, it is hoped that the findings of this study will contribute towards the wider knowledge of transformational leadership paradigm, and more practical application in organizations in the changing world of globalization.
This book discusses how the characteristics of Transformational Leadership (TL) can be used to have better customer relationship. More importantly the salespersons'' TL has been observed. Both theories of Transformational Leadership and Relationship Marketing have been linked empirically. Finally it is recommending to the practitioners to use transformational leadership qualities of a salesperson to get more relationship oriented output with their customers.
The purpose of this study was to investigate the relationship between school principals’ self-reported spirituality and their transformational leadership behaviors. The relationship between spirituality and transactional leadership behaviors was also explored. The study used Bass and Avolio’s (1984) Full Range Leadership Model as the theoretical framework conceptualizing transformational leadership. Data were collected using online surveys. Overall, six principals and sixty-nine teachers participated in the study. Based on the findings from this study, the researcher proposed a modification of Bass and Avolio’s (1985) Full Range Leadership Model. An additional dimension, spirituality, was added to the continuum of leadership styles. The findings from this study imply that principals’ self-reported levels of spirituality was related to their being perceived as displaying transformational leadership behaviors. Principals who identified themselves as “spiritual”, were more likely to be characterized by the transformational leadership style of inspirational motivation.
The author explains five constutuents elements of transformational leadership. These elements are critical in assisting school managers in meeting the challenges schools face. These challenges identified have the potential in making sure that the school as an organisation does not function accordingly. These five constituents elements are interrelated and and should be deployed in an intergrated approach.
Leadership and organisational culture are important factors influencing the competitive strength of an organisation. It is important to understand how these two powerful determinants of organisational performance affect each other. Research determining that specific types of organisational culture favour particular styles of leadership is important as it aids organisational leaders to identify which styles of leadership are more likely to be successful in their culture. In the organisational culture, leadership deals with creating a clearly articulated vision and possessing the skills and the resolve to recruit and develop followers who are committed to carrying out the vision. Having the ability to see the bigger picture and maintaining a balance between high-level strategies and front-line tactics. Inherent to the organisational culture are many values as task-related and relational values that deal with people as individuals and as organisation members. Leadership orientation and organisational culture dimensions proved to be significant predictors of job satisfaction, organisational commitment and intention to quit.
1. To promote and perpetuate the essence of sustainability as regards to SUC administrators’ high qualifications as competent managers in bringing high positive outcome in the entire academic institutions, merits of promotions programs for SUC administrators as adopted by PASUC and NBC 461 must strictly be followed and implemented. Great Emphasis must be given to relevant experience. 2. Result of the study revealed that women administrators showed parity in qualifications with their male counter parts in terms of educational qualifications, seminars attended, relevant training attended; and review of related literature and studies magnified the success of women administrators as education leaders specifically on areas of soft component of management termed as “human relation” where they surpassed their male counterparts; it is high time that women be also given equal preference in the selection as SUC administrators. 3. PASUC should strive to conduct several continuous organized development programs like live-in training, workshops, in-service training, seminars and conferences throughout the year so as to address issues on leadership and management.
This research focusses on the recruitment, development and retention of employees in international businesses. The research includes qualitative and quantitative literature reviews and surveys regarding the importance of organisational change management and the paradigm shift towards using shared services for HR management in large organisations. This research explores contemporary workplace practices and the concept of a learning organisation. It discusses the impact and complexity of international businesses and staff movements, especially in Asian nations. The insight into HR shared services reform and the need for transformational leadership and organisational change management is one of the key findings from the research.
Understanding the relationship between Cultural Intelligence, Transformational Leadership, and Burnout is extremely important for the 21st Century Leader. Leaders must be culturally sensitive in a globalized society in order to be transformational and less burned out. This book will help leaders understand how best to lead in a culturally diverse era. This research study was motivated in part by a lack of succession planning for companies, and a need for more culturally sensitive transformational leaders globally.
Over the past few years many organizations have grappled with reality of global economy, competition and the evolving demographics. The clarion political, economic, social, and cultural shifts have created an array of new challenges never witnessed before. These challenges have threatened not only the renown successes of many established institutions but their ultimate survival. The success or failure of organizations in realms such as business, industry, commerce, healthcare, and education rests on pedestals of leadership. The growing interest in transformational leadership is fueled by the need for organizations to brace these challenges and sour to the top. Transformational leadership has provided evidence-based trajectory of success for many institutions. This book looks at transformational leadership within the purview of Christian institutions. The findings points to exemplary personal and organizational outcomes: Job satisfaction, professional commitment,and organizational commitment. The conclusions gleaned from the findings show that empowering leaders and empowered staff are more productive and work collaboratively to achieve the vision and mission of the organization.
Transformational leadership is emerging as the prevailing model to understand how managers can affect behavioral and emotional reactions of their employees. The basic purpose of this descriptive study is to examine the relationship between transformational leadership and overall job satisfaction and organizational commitment of employees working in banking sector of Pakistan (Lahore). The effect of overall job satisfaction on employees’ organizational commitment and their turnover intentions was also analyzed.For the purpose of current research, four hypotheses were developed and had been tested with the help of statistical tools. The findings provided solid support for the proposed significant and positive relationship between transformational leadership and overall job satisfaction and organizational commitment of bank employees. The results also supports the significant and negative relationship between employees overall job satisfaction and their turnover intensions. A significantly positive association was also found between employees overall job satisfaction and organizational commitment of bank employees.
Transformational leadership is needed today to facilitate employee engagement and increase productivity. This quantitative survey study aimed to determine the connection concerning transformational leadership and engagement among personnel in the branch- banking sector in Bangladesh. The independent variable was transformational leadership, which relates to the capability of the leader to provide an environment that engages their employees. The dependent variable was work engagement, which pertains to the level of commitment among employees in the organization. The main research question examined the correlation between the study variables among employees in the branch- banking sector in Bangladesh. The outcomes of this study revealed that in a work environment, applying transformational leadership style does not assure that the employees will be fully engaged. However, the results of the current study are not aligned with the existing body of literature on transformational leadership and employee engagement.